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All Journal Management Studies and Business Journal
Ashabul Yamin
STIS Harsyi Lombok Tengah, NTB, Indonesia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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DINAMIKA HYBRID WORK DAN IMPLIKASINYA TERHADAP EMPLOYEE ENGAGEMENT DAN ORGANIZATIONAL COMMITMENT Ashabul Yamin
Management Studies and Business Journal (PRODUCTIVITY) Vol. 3 No. 4 (2026): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/hv3mme09

Abstract

Transformasi lanskap ketenagakerjaan global pasca-pandemi telah memicu pergeseran masif menuju model kerja hibrida (hybrid work), namun adopsi ini sering kali tidak dibarengi dengan kesiapan kebijakan organisasi yang memadai. Penelitian ini bertujuan untuk menganalisis dinamika hybrid work dan implikasinya terhadap employee engagement serta organizational commitment dengan mengintegrasikan kerangka Job Demands-Resources (JD-R), social exchange theory, dan person-environment fit. Menggunakan metode tinjauan literatur sistematis dan analisis naratif terhadap artikel bereputasi internasional, studi ini menemukan bahwa hybrid work berfungsi sebagai pedang bermata dua (double-edged sword). Di satu sisi, otonomi spasial dan fleksibilitas bertindak sebagai sumber daya motivasional yang meningkatkan vigor dan absorption. Di sisi lain, tuntutan seperti technostress, isolasi sosial, dan kaburnya batas kerja berisiko menurunkan dedication serta affective commitment. Hasil sintesis menegaskan bahwa keberhasilan model hibrida sangat bergantung pada kualitas boundary management, dukungan organisasi, dan pergeseran menuju manajemen berbasis hasil. Penelitian ini merekomendasikan pendekatan manajerial yang adaptif untuk memastikan keterikatan karyawan tetap terjaga di tengah disrupsi digital.
GREEN HUMAN RESOURCES MANAGEMENT AS A DETERMINANT OF ENVIRONMENTAL PERFORMANCE AND COMPANY PERFORMANCE Ashabul Yamin
Management Studies and Business Journal (PRODUCTIVITY) Vol. 3 No. 4 (2026): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/g2y5r022

Abstract

The escalation of global sustainability issues compels organizations to transform the human resource function into a driver of green strategy. This study aims to analyze the role of Green Human Resource Management (GHRM) as a determinant of environmental performance and firm performance. Using a systematic narrative review of internationally reputable literature (Scopus), this study synthesizes findings based on the Ability Motivation Opportunity (AMO) framework and the Resource-Based View (RBV). The results indicate that the bundle of GHRM practices encompassing green recruitment, training, and performance management significantly enhances employees’ pro environmental behavior and operational efficiency. These mechanisms are strengthened by green organizational culture and ethical leadership as moderating variables. Although the relationship between GHRM and financial performance is indirect and often mediated by green innovation, these practices are shown to build long-term competitive advantage through enhanced organizational reputation and legitimacy. In conclusion, integrating environmental values into HR systems is critical for developing a sustainable business ecosystem. Practical implications for managers include the need to design reward systems aligned with environmental performance.
ALGORITHMIC MANAGEMENT IN HRM: AN ANALYSIS OF ITS IMPACT ON EMPLOYEE AUTONOMY, ORGANIZATIONAL JUSTICE, AND PRODUCTIVITY Ashabul Yamin
Management Studies and Business Journal (PRODUCTIVITY) Vol. 3 No. 4 (2026): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/6f3fpj86

Abstract

The transformation of human resource management (HRM) has undergone a fundamental shift toward algorithmic management (AM) driven by artificial intelligence (AI) and big data analytics. This study aims to analyze the impact of AM implementation on employee autonomy, perceptions of organizational justice, and productivity, particularly within the context of digital transformation in developing countries such as Indonesia. Using a narrative review approach, this study systematically synthesizes literature published over the last decade from the Scopus, Web of Science, and PsycINFO databases concerning algorithmic control in both platform-based and conventional organizations. The findings reveal the emergence of a “productivity–well-being paradox,” in which increased operational efficiency is frequently accompanied by a decline in employee autonomy, reflected in the shift from discretionary decision-making toward algorithmic conformity. Furthermore, the opacity of black-box algorithms was found to reduce perceptions of procedural justice and weaken employee trust in organizational decision-making processes. The study concludes that effective implementation of AM requires the integration of principles from Self-Determination Theory and Organizational Justice Theory through transparent, accountable, and human-centered governance mechanisms. Such an approach is essential to mitigate negative psychosocial consequences, including technostress and burnout, while maintaining organizational productivity and employee well-being.
DIVERSITY, EQUITY, AND INCLUSION (DEI) IN HRM: ITS IMPACT ON INNOVATION AND TEAM PERFORMANCE Ashabul Yamin
Management Studies and Business Journal (PRODUCTIVITY) Vol. 3 No. 4 (2026): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/tkgbmk24

Abstract

n(DEI) in human resource management becomes innovative work behavior (Innovative Work Behavior/IWB) through strengthening psychological resources. Using a systematic narrative review approach to literature from the Scopus and Web of Science databases (2016-2026), the analysis results show that cognitive diversity alone is not enough to trigger innovation without strong mechanisms for inclusion and organizational justice. The main findings reveal that DEI serves as a crucial antecedent to the formation ofPsychological Capital(PsyCap), which includes dimensionsHope, Efficacy, Resilience, And Optimism(HERO). Mature DEI integration creates a climate of psychological safety that mediates the relationship between diversity and IWB, enabling individuals to take creative risks without fear of social sanctions. This study concludes that transforming DEI from mere symbolic compliance to strategic capability requires alignment between organizational policies and inclusive leadership. The practical implication for organizations is the need to design an HRM ecosystem that supports systemic diversity integration to maintain competitive advantage in the VUCA era.
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